Pregnancy Discrimination Attorney

Pregnancy discrimination encompasses all adverse actions — not just firing — including failure to hire, demotion, pay reduction, denial of promotions, harassment, and failure to accommodate. It covers discrimination during pregnancy, childbirth, and related medical conditions. The Pregnancy Discrimination Act, FEHA, and New York law prohibit all forms of pregnancy-based adverse treatment.

Yes. The federal Pregnant Workers Fairness Act (2023) requires employers with 15+ employees to provide reasonable accommodations. California requires employers with 5+ employees to accommodate pregnancy disability (Gov. Code § 12945). New York's Pregnant Workers Fairness Act requires accommodations from all employers with 4+ employees. Accommodations can include modified duties, extra breaks, and schedule changes.

No. Asking about pregnancy, family planning, or childcare arrangements during interviews is prohibited under Title VII, FEHA, and New York law. Such questions constitute direct evidence of pregnancy discrimination if an adverse hiring decision follows. If you were asked these questions and not hired, you may have a strong discrimination claim.

Being passed over for a promotion because of pregnancy violates federal, California, and New York law. Document your qualifications, the timeline of events, any comments about your pregnancy, and the qualifications of the person who received the promotion. Evidence that you were on track for promotion before your pregnancy became known is particularly compelling.